Self-identification is a critical step for veterans and military spouses transitioning to civilian careers. It’s also essential for employers aiming to build diverse and inclusive workplaces. Here’s why veteran and spouse self-ID matters and how to foster a culture of authenticity and inclusion in your workplace.

Understanding Self-Identification

Self-identification involves voluntarily disclosing your status as a veteran, military spouse, or person with a disability. This can open doors to tailored support, career development opportunities, and a sense of community. Here’s why it’s essential:

1. Access to Tailored Support: Self-identifying allows individuals to access specialized career counseling, mentorship, and other support systems designed to help them succeed.
2. Workforce Demographics: For employers, understanding the makeup of their workforce enhances diversity and inclusion initiatives.
3. VEVRAA Compliance: Self-identification supports compliance with the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), benefiting both employers and employees.

Why Self-Identification Matters for Employers

For organizations, knowing who their military-connected employees are can be a game-changer. It helps in several ways:

1. Onboarding: Reinforce the importance of self-identification during onboarding to ensure new hires feel included and supported from day one.
2. Application Stage: Encourage candidates to self-identify during the application process to better understand your talent pool.
3. Ongoing Updates: Maintain accurate data with regular check-ins, ensuring continued support throughout employees’ tenure.

Challenges and Concerns from the Military Perspective

Veterans and military spouses often hesitate to self-identify due to fears of discrimination, privacy concerns, or uncertainty about the benefits. Addressing these issues is crucial:

1. Transparency: Clearly communicate how the information will be used and the benefits of self-identification.
2. Privacy: Assure employees that their information will be kept confidential and used only for its intended purpose.
3. Benefits: Highlight the positive impact on career opportunities and personal growth, such as access to priority hiring programs and tailored support.

Bridging the Gap: Creating a “Military-Effective” Culture of Authenticity

Creating a culture of authenticity means celebrating differences as strengths and building trust within your organization. Here’s how you can make it happen:

1. Tailored Support: Provide access to specialized career counseling, mentorship, and flexible policies like remote work and flexible hours.
2. Career Advancement: Establish clear pathways for skill development and promotion, ensuring military-connected employees can see a future within your organization.
3. Comprehensive Benefits: Offer robust healthcare, wellness programs, and educational assistance to fully support your employees.

Moving Beyond Lip Service

To truly support military-connected employees, we must move beyond superficial programs and establish meaningful policies that have a real impact. This involves:

1. Concrete Steps: Develop and implement programs that address the specific needs of veterans and military spouses.
2. Measuring Impact: Continuously refine and optimize recruitment and retention efforts based on data-driven decisions.
3. Continuous Improvement: Regularly review and update policies to ensure they remain effective and relevant.

Action Planning and Wrap-Up

Building the most military-effective talent program known to mankind requires dedication and the right support. BufferSprings is here to help you every step of the way. Be sure to check out our comprehensive white paper, “BufferSprings – Hiring Veterans the Smart Way” which is packed with valuable information on federal contractor requirements, military culture insights, and strategies for hiring and retaining veterans and military spouses.